Effective Harassment Case Management: Strategies in Mitigating Harassing Behavior in the Workplace is brought to you by Lorman
Be proactive when it comes to learning about harassment in the workplace and keep your organization and your reputation safe.
Management and human resources often face a seemingly unending stream of internal harassment complaints from their employees. How to identify complaints that truly implicate anti-discrimination statutes and genuinely constitute harassment under the law is sometimes difficult, as is how to effectively address all employees’ concerns. This topic helps the persons responsible for receiving, investigating, and addressing those complaints identify key issues, conduct proper and effective investigations, and craft policies and procedures in order to minimize the risk of future harassment incidents and complaints. This topic also explains how these strategies reduce the risk of retaliation complaints, noting the EEOC’s increased focus on retaliation claims in its investigations. Retaliation complaints are by far the most frequently investigated claims by the EEOC. It also leads to the most suits brought by the EEOC in federal court, according to the Commission’s internal data. This information is critical for employers so they can prevent harassment in the workplace and ensure harassment complaints do not snowball into ones for retaliation, which the EEOC has a special interest in.
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